This paper contains a meta-analytic review of 140 research articles and 320 effect sizes to explore how employees' perceptions of internal and external corporate social responsibility (CSR) activities influence an array of work outcomes at three levels (emotional, attitudinal, and behavioral). We aim to discover the underlying psychological and methodological factors affecting this linkage. This study reveals that CSR is more strongly connected with employees' psychological-emotional reactions (i.e., organizational trust and pride) and work attitude (i.e., organizational commitment) rather than work behavior (i.e., organizational citizenship behavior). Although each type of CSR's association with four work outcomes is positive and significant, wide variance exists in effect sizes reported across studies, warranting a search for substantive moderators. Meta-regression and subgroup analyses indicate the moderating effects of specific study-level attributes viz. CSR typology, type of organizational commitment, source & type of organizational citizenship behavior, study design, and other contextual factors. It is found that the CSR-to-employee outcome relationship significantly contrasts across industries, regions, and cultures. This paper enriches the extant micro-CSR literature by emphasizing that CSR can cultivate positive employee sentiments, work attitudes, and behaviors, provided CSR is embedded and integrated innately with sustainable human resource management and core business processes while rising above legal requirements and egocentric motives. Important implications for theorists and managers and potential avenues for future research are conferred in this paper.

中文翻译：

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综合员工内部-外部 CSR 感知与工作成果之间的亲和力：元分析调查

本文包含对 140 篇研究文章和 320 个效应量的元分析评论，以探讨员工对内部和外部企业社会责任 (CSR) 活动的看法如何影响三个层面（情感、态度和行为）的一系列工作成果. 我们的目标是发现影响这种联系的潜在心理和方法学因素。本研究表明，企业社会责任与员工的心理情绪反应（即组织信任和自豪感）和工作态度（即组织承诺）比工作行为（即组织公民行为）更密切相关。尽管每种类型的企业社会责任与四种工作成果的关联都是积极且显着的，但不同研究报告的效应量存在很大差异，需要寻找实质性的主持人。元回归和亚组分析表明特定研究级别属性的调节作用，即。企业社会责任类型、组织承诺的类型、组织公民行为的来源和类型、研究设计和其他背景因素。研究发现，企业社会责任与员工的结果关系在不同行业、地区和文化之间存在显着差异。本文通过强调企业社会责任可以培养积极的员工情绪、工作态度和行为来丰富现有的微观企业社会责任文献，前提是企业社会责任与可持续的人力资源管理和核心业务流程天生结合，同时超越法律要求和以自我为中心的动机。